This document provides an overview of 4 simple coaching models: GROW model, SMART goals, OSCAR model, and scaling questions.
The GROW model uses Goal, Reality, Options, and Wrap Up/Will questions to help mentees set and achieve practical goals. SMART goals help make goals specific, measurable, attainable, relevant, and time-bound. The OSCAR model focuses conversations on desired Outcomes, the current Situation, Choices and consequences, and planned Actions and their review. Scaling questions use a 1-10 scale to help mentees visualize progress and identify small, achievable steps toward their goals.
Leading and managing change can often be difficult, whether that be with volunteers giving up their free time at a local sports club, professional athletes who are representing their country, or an executive workforce employed within a multinational corporation.
Many of us find change uncomfortable, and consequently our initial reaction is usually to resist and oppose it.
So if you’re looking to initiate change within your club, organisation or workplace, it’s important to understand how people will likely feel during this transition, so that you can best support and guide them through the process until they finally accept and embrace the change.
To help develop this understanding, William Bridges created The Transition Model, documented in his 1991 book, “Managing Transitions”.
Leading and managing change can often be difficult, whether that be with volunteers giving up their free time at a local sports club, professional athletes who are representing their country, or an executive workforce employed within a multinational corporation.
Many of us find change uncomfortable, and consequently our initial reaction is usually to resist and oppose it.
So if you’re looking to initiate change within your club, organisation or workplace, it’s important to understand how people will likely feel during this transition, so that you can best support and guide them through the process until they finally accept and embrace the change.
To help develop this understanding, William Bridges created The Transition Model, documented in his 1991 book, “Managing Transitions”.
SuperStar Coaching: How to Create a High Performing TeamRick Conlow
Research shows that excellent coaching can improve employee productivity 88%. Too many managers say, "I don't have time to coach." This is an excuse. Most don't know how to do it well or focus only on poor performers. Elite performers in the Olympics for example, have coaches. Coaching is for everyone. Most people think they are performing better than they are. Most can perform significantly better than their current results. Learn a five step coaching model, why coaching works, qualities of effective coaches and more. Watch your leadership effectiveness soar.
A handy guide to managing a creative coaching session through the use of the GENIUS coaching model, by creative sector coach and trainer, Alec McPhedran.
Coaching explained, an exploration by Alexander Crepin, coachAlexander Crépin
Coaching, an introduction.
Why coaching? What is coaching? What are the benefits of coaching? What does a coach?
An illustrated vision of Alexander Crépin
Agile team facilitation, facilitation techniques in general, Position diagram, servant leadership, Facilitator mindset, Decision making, Prioritisation and power questions.
In October 2016 I received a call, "Hey dude, I don’t know nothing about Agile, but I need to become an Agile coach a-s-a-p – my company just got a new contract." I laughed for a second, explained that it takes a bit longer than a week to learn to coach, and wished him luck. I also knew that, shortly, he would be walking into his customer's office in this new role.
Agile Coach is the new black! But how can you, a good coach, stand out from the crowd of less competent peers? This presentation explores the science of coaching and the ways in which it works. We start with concepts of neuroplasticity and the brain processes of creating new neuron pathways. Then we move to motivation and learn which type is the best. Finally, we finish with the discussion on brain activation states which we practice in a few short exercises. By understanding the new field of coaching psychology, you will become a better practitioner.
The aim of this session is to:
Be able to apply the GROW model to coaching sessions
Use the GROW model for effective, structured methodology for goal-setting and problem-solving
GROW is one of the effective coaching models which is used for coaching high performance team or individual in earlier days, now it is been used by Corporate and business coaching.
SuperStar Coaching: How to Create a High Performing TeamRick Conlow
Research shows that excellent coaching can improve employee productivity 88%. Too many managers say, "I don't have time to coach." This is an excuse. Most don't know how to do it well or focus only on poor performers. Elite performers in the Olympics for example, have coaches. Coaching is for everyone. Most people think they are performing better than they are. Most can perform significantly better than their current results. Learn a five step coaching model, why coaching works, qualities of effective coaches and more. Watch your leadership effectiveness soar.
A handy guide to managing a creative coaching session through the use of the GENIUS coaching model, by creative sector coach and trainer, Alec McPhedran.
Coaching explained, an exploration by Alexander Crepin, coachAlexander Crépin
Coaching, an introduction.
Why coaching? What is coaching? What are the benefits of coaching? What does a coach?
An illustrated vision of Alexander Crépin
Agile team facilitation, facilitation techniques in general, Position diagram, servant leadership, Facilitator mindset, Decision making, Prioritisation and power questions.
In October 2016 I received a call, "Hey dude, I don’t know nothing about Agile, but I need to become an Agile coach a-s-a-p – my company just got a new contract." I laughed for a second, explained that it takes a bit longer than a week to learn to coach, and wished him luck. I also knew that, shortly, he would be walking into his customer's office in this new role.
Agile Coach is the new black! But how can you, a good coach, stand out from the crowd of less competent peers? This presentation explores the science of coaching and the ways in which it works. We start with concepts of neuroplasticity and the brain processes of creating new neuron pathways. Then we move to motivation and learn which type is the best. Finally, we finish with the discussion on brain activation states which we practice in a few short exercises. By understanding the new field of coaching psychology, you will become a better practitioner.
The aim of this session is to:
Be able to apply the GROW model to coaching sessions
Use the GROW model for effective, structured methodology for goal-setting and problem-solving
GROW is one of the effective coaching models which is used for coaching high performance team or individual in earlier days, now it is been used by Corporate and business coaching.
Presentation of Kristine Nesterova, MBA, International Certified Coach, Lecturer at Turiba University about Coaching and setting the goals.
http://skills.turiba.lv
Presentation was developed for Teachers training which took place in Krakow, Poland, September 2021.
In this presentation you will find answers to the question what is coaching, how to become more self-aware, how to set the goals and how to achieve them.
this presentation gives basic understanding of What is coaching, Why coaching, Skills required to be a coach, Coaching arc of conversation and basics of coaching models.
Deliberate focus to get better by knowing what to get better at and how to get better, by self, through others and making others better and to focus on improvement every hour.
CS113 Unit 7 Reading page 1
Reading
There are four items to complete in this reading area:
1. Reading
2. Challenge Activity
3. Powerful Words for a Powerful Vocabulary
4. Successories
I. Reading: Why Set Goals?
Why set goals? Having a clear direction for your future and a picture of what you plan to do is
extremely important for maintaining a positive attitude. Having clear goals is a key to creating and
maintaining a positive mindset even when “things get tough.”
Qualities of Goals
In order for goals to be useful, they need to have the following qualities:
The goals that you set for yourself must be based on your values and beliefs.
No one else can choose goals for you. Others can make suggestions, but you must "own" your
goals for them to be useful.
You must decide what you want to achieve.
7
CS113 Unit 7 Reading page 2
Life Lesson: Chinese Proverb
Goal Setting and Planning
In this unit, you will be focusing on goal setting and planning. In order to set realistic goals for yourself, you must first have a clear
understanding of what is important to you.
You will also begin planning ahead for your Unit 8 project by setting up an interview with a professional in your chosen field.
Goal Setting
In Unit 7 you investigate the power of setting goals. You seek to recognize the importance of goal setting and actually apply this
S.M.A.R.T. concept to your Unit 7 interview with completion and submission of your project in Unit 8. Goal setting will assist you and
motivate you to reach for success.
Why is Goal Setting Important?
Imagine you decide to build a house. You do not bother with setting any goals for its completion. Wow. What a mess. Imagine you want
to be a doctor when you grow up, but never thought you needed to take a science class in high school, or did not even plan on going to
college.
Goals motivate us.
Goals stimulate your creativity. You use one of the best creative words possible — you visualize. When you engage in visualization,
you are on the top step of Bloom’s Revised Taxonomy. You are fully engaged in critical thinking. Without goals, you will not achieve that
visualization.
Goals guide you.
CS113 Unit 7 Reading page 3
Goals are set to lead you as you move from beginning to end. They carry you along your way.
Goals inspire you.
Goals help you to recognize that you are the creator of your own stories. You can achieve anything that you want to achieve with the
inspiration you will get from goal setting. You will take things one step at a time and with each step you feel the power of completion.
Goals challenge you.
If not for the challenge involved in accomplishing a goal, you would not get past the first step. Goals do not have to be extremely hard to
reach, and they should not be too simple either, as there is no challenge in that. You reach when you set goals. You want that object,
job, or future that.
Explore the now and shape the future - a practical and inspirational guide to...annadibell
Explore the now and shape the future - a practical and inspirational guide to setting goals
Need some inspiration and advise on goals? Inspired by Uneståhl and O'Connor-Lages this presentation provides some theory and practical steps to get you started. Enjoy!
Artificial intelligence (AI) offers new opportunities to radically reinvent the way we do business. This study explores how CEOs and top decision makers around the world are responding to the transformative potential of AI.
Modern Database Management 12th Global Edition by Hoffer solution manual.docxssuserf63bd7
https://qidiantiku.com/solution-manual-for-modern-database-management-12th-global-edition-by-hoffer.shtml
name：Solution manual for Modern Database Management 12th Global Edition by Hoffer
Edition：12th Global Edition
author：by Hoffer
ISBN：ISBN 10: 0133544613 / ISBN 13: 9780133544619
type：solution manual
format：word/zip
All chapter include
Focusing on what leading database practitioners say are the most important aspects to database development, Modern Database Management presents sound pedagogy, and topics that are critical for the practical success of database professionals. The 12th Edition further facilitates learning with illustrations that clarify important concepts and new media resources that make some of the more challenging material more engaging. Also included are general updates and expanded material in the areas undergoing rapid change due to improved managerial practices, database design tools and methodologies, and database technology.
Oprah Winfrey: A Leader in Media, Philanthropy, and Empowerment | CIO Women M...CIOWomenMagazine
This person is none other than Oprah Winfrey, a highly influential figure whose impact extends beyond television. This article will delve into the remarkable life and lasting legacy of Oprah. Her story serves as a reminder of the importance of perseverance, compassion, and firm determination.
The Team Member and Guest Experience - Lead and Take Care of your restaurant team. They are the people closest to and delivering Hospitality to your paying Guests!
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2. Jump straight to
Grow Model
SMART Goals using questions
OSCAR Model
Scaling Questions
3. GROW model
The Grow Model is useful for getting
practical things done. Things like
doing a project, starting a new hobby
or habit, improving a relationship or
work for example.Internal issues
such as ‘what do I really want from
life’ are better addressed with a
different approach.
The GROW model is one of the most
widely taught simple coaching
models around. Listed with each
chunk of the Grow model are some
questions you can use to help you
structure a particular aspect of your
mentoring conversation.
So let’s get started.
5. G is for Goal Question
Goal Questions can be
more long term focussed -
perhaps the focus of your
early converstions with your
mentee.
● What specifically do you want to
accomplish?
● What will be different as a result
of working on this area?
● How will we know that you have
achieved this goal?
● By when do you want to have
this done?
● In a month or by the end of the
year or whatever timescale
makes sense - what do you want
to have accomplished?
6. G is for a Goal Question
Or more short term
focussed - perhaps to hone
in on the focus of a
particular meeting or
conversation
● What do you most want to talk
about?
● What would be a good outcome
for our time together today?
● What needs to happen today so
that afterwards you feel our
conversation was time well
spent?
● How could you rephrase that
goal so it depends only on what
you do and not on anyone else?
8. R is for Reality
Here we explore what is the
starting point for our
mentee. Reality question
examples are
● How many times did you do that in the last
week?
● How many XXX (new customers, job
applications, blog posts, walking steps - link
to goal) are you achieving right now?
● When was the last time that happened?
● What have you actually accomplished on that
front this week/month?
● Who else is involved? In what way?
● What have you tried already? What
difference did that make so far?
● Which factors are most important in this
matter?
● What choices have led you to this place?
10. O is for Options
Inviting your mentee to
explore different
possibilities
Also try hypothetical ‘What
if’ questions
● What could you do about this?
● What other potential courses of action
can you think of? ….. And what else?
● Lets see if we can come up with 5
potential solutions? ….. And what
else?
● What could you do to overcome this
obstacle?
● Who could help? …. Anybody else?
● What other resources could you draw
on to tackle this? ….Anything else?
● What have you seen others do that
might work for you?
12. W is for Wrap it up
W is for Wrap it up
● Which option do you want to
pursue?
● If we turn that into an action step
- what will you now do by when?
● What step could you take this
week that would move you
towards your goal?
● You mentioned that you could do
XXX …. What will you commit to
doing?
13. Or some people check out the Will(ingness)
It is also useful to check for
motivation at this stage
● On a scale of one to ten, how likely
is it that this step will get done in
the time frame you set?
● What can we change to there is a
higher chance of you making
progress (may need to reframe
goal)
● Are there any obstacles we need
to address to make sure this step
gets done?
15. SMART
Most of us have come
across SMART objective
setting - as a mentor you
can use the same
framework
This time using coaching questions to
help your mentee define and clarify
their goal.
Here goes ….
16. S is for Specific….. to clearly state where you are going
Tip - A Goal states the
destination - where and when,
not the how. Focus on where
the mentee wants to go and
less about how to get there till
the goal is set.
● What exactly do you want to
accomplish?
● What will it look like when you
reach your objective?
● Choose a time frame that makes
sense for this objective - what
exactly would you want to have
accomplished by then?
● Be more specific - what is the
outcome that you want?
17. M is for Measurable
Figuring out a way to
measure progress
● How could you quantify this goal
(with a number) so we’ll know
when you’ve reached it?
● You said you’d like more ‘me’
time - define what you mean by
‘more’
● How could you shape this goal
so it is more measurable?
18. A is for Attainable
It’s within your capabilities
and depends only on you?
● Is this goal within your
capabilities?
● Is this goal reasonably possible?
● Are there any barriers that hold
you back from reaching this
goal?
● Does this goal depend on
anyone else’s choices? How
can we reword it so it depends
only on you?
19. R is for Relevant
Caring enough to make it a
reality
● Why is this important to you?
● What are you willing to let go of
or cut out of your commitments
to work on this goal?
● On a scale of one to ten, how
important is it for you to reach
this goal?
20. T is for Time Specific
The mentee sets their own
deadline
● By when will you reach the goal?
…. Or the new habit?
● When will you start?
● What’s your deadline?
22. O is for Outcome
The OSCAR model is often
used by mentors when
supporting their mentee
with longer term goals.
Some questions to get
started are ….
What is it you’d like to achieve from
our working together? … or working
together today?
What is your long term goal?
Imagine you have reached your goal.
What does it look like?
What does it feel like?
How will others know?
23. S is for Situation
Our aim is to raise
awareness of the mentees
current situation
How do you currently feel about your
situation?
Where are you now in terms of your
goal?
What has been happening in your
work and life recently?
How do others feel about the
situation?
24. C is for Choices and Consequences
Inviting the mentee to think
through the choices and
consequences of different
options and how this will
impact themselves and
others
What current options for action are
available to you?
What are the consequences of any
potential choice?
What would be the impact on other
people?
Which choice(s) have the best impact
for you and for others?
25. A is for Actions
If you like, you can also link
actions and make them
SMART actions
What immediate actions will you
take?
When are you going to take them?
Have your actions been moving you
towards your goal?
To what extent are you still motivated
to move towards this goal?
26. R is for Review
How would you like to review
progress?
In what ways have your actions been
moving you towards your goal?
Are you still motivated to move
towards this goal?
28. Scaling Questions
This approach comes from Solution Focussed Therapy. It is
useful when people seem to be faced with a problem or a
condition they have been unable to resolve so far. It is a
more advanced type of coaching model. Perhaps one you
can try out once you have become a bit more comfortable
with using questions to facilitate your mentee to find their own
answers.
29. Step 1
On a scale of 1 to 10 ……?
So say someone is suffering pain you could say
So if 10 is the most unbearable agony possible and 1 is the most blissfill comfort, what number would you
put yourself on right now?
Say they answer 8. Next ask how will you know their discomfort level has decreased to a 7
You can apply this concept to all kinds of situations. For example
If 1 is the worst job ever and 10 is your dream job - where are you now on the scale?
If 10 is the most stressed out at work and 1 is the most relaxed - where are you right now?
30. Step 2
Is about asking questions that invite positive change.
So what would it be like if you were ….. One number higher or lower on the scale. If a one point change is
too much - what about half a point? Or even just a tiny bit more or less in the right direction.
And what is preventing you from being ….. (the new number)?
And what will it be like when you are …… (new number +/-1)?
Draw a stair case or a ladder and write the numbers 1 and 10 at either end
Let’s explore how important or energized you are to changing things right now ….
